It is common within any type of organization for two departments to not work efficiently together, hindering their ability to deliver a strategy. Often, we see two different departments lack a commonly held view of the business ethos and the values behind that ethos.
However, when it comes to the hiring process, it is vital that the main departments involved, like Human Resources and Talent Acquisition, are on the same page. They must deliver the same message and work toward the same goals and outcomes. It is common during the hiring process for conflicts to arise. Indeed, in Part 7 of this series, we explored how issues arise for the reasoning for the role.
The most successful businesses marry the function of Human Resources and Talent Acquisition. Those that do ensure continuity between what both areas of the business are trying to achieve. However, many do not take this approach.
The importance of departments working together
Think about it for a moment.
Talent Acquisition works as a ‘sales and marketing’ function. It is building and utilizing the ‘Employer Brand’ to attract the finest talent on the market to their business. They will utilize all the various channels of their ‘Cross Channel Recruitment Strategy’ to achieve their goals.
The ‘message’ Talent Acquisition conveys is vital for success. If they are selling the business to the candidate market as a business based on growth, stability or working with the newest technologies, this message must be repeated during the ‘on-boarding’ process conducted by Human Resources.
Imagine you were a successful candidate and you decided to join a company based on one of these criteria. Yet, when you started the ‘on-boarding’ process, the Human Resources department and/or Line Manager didn’t communicate the same message that was delivered by Talent Acquisition. You would be concerned.
Consequences of Human Resources and Talent Acquisition not working together
When Human Resources and Talent Acquisition do not work together, there can be negative repercussions for your business, both internally and externally:
- Your ‘Employer Brand’ is negatively affected and the ability to attract the finest talent is hampered.
- Your attrition rate will increase. Therefore, you’ll need to put more resource into attracting and engaging talent, only self-perpetuating the issue.
- You could create a culture of ‘blame’ where the performing Talent Acquisition team holds Human Resources accountable for the issue with ‘onboarding’. Human Resources could also blame ‘Talent Acquisition’ for the quality of candidates.
- You can end up with successful candidates who genuinely do not understand what is expected of them when they join your business given the conflict in the message.
- Many have seen the ‘onboarding’ tactics employed by ‘start-up’ businesses to highlight their environments, like welcome packs or a video welcoming the new hire to a vibrant office environment. Nevertheless, if these elements do not match what has been communicated throughout the recruitment process and moreover, does not match the company values, it is totally redundant.
Therefore, it is vital that these departments work together to harness a culture of solid communication around the business values that help your business flourish.
Without this, the two departments will not work together positively and you will never achieve the full potential of your business goals.
This was the final part in our Talent Acquisition series. Did you miss the other parts? Check them out:
Part 1: Mistakes to avoid
This post was written by Martin Collins, Founder and MD of Red Executive.